Primary “Ethical Dilemma (or question)” in the CaseGenerally, Favoritism is cons

Primary “Ethical Dilemma (or question)” in the CaseGenerally, Favoritism is cons

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Primary “Ethical Dilemma (or question)” in the CaseGenerally, Favoritism is considered as one of the major bad management practices and unethical issues in the workplace that not only affects employees, but also affects the overall success and growth of a company negatively. Along with this, it should also be noted down that, it is totally bad for the employees because it plays a key role in restoring the moral level of employees, and creating disincentives for good performance (Gruman and Saks, 2011).In addition to this, favoritism in the workplace affects the productivity of the employees and company directly or indirectly. So, it is important and essential for a company to adopt best and effective practices to deal with such types of unethical issues. It is a type of discrimination at the workplace that affects the business reputation, image and value of a company in the market. So, it is essential for a company to take corrective actions and strategies to deal with such types of issues effectively and successfully(Aydogan, 2012).The ethical dilemma is regarding the employee favoritism in work culture. Employee doesnot get favoritism in work environment by their excellent performance, positive side of favoritism. Rather, they get favoritism by being a relative or close friend of an employee of organization, negative side of favoritism (Ozler and Buyukarslan, 2011).Possible Courses of ActionSome possible course of actions can be; first, manager or leader must use team meetings to elaborate what assignment is given to whom and why. When managers openly talk about their decisions, they appear less autocratic than their employees perceive (Aydogan, 2012). Second, managers must regularly review performance of every employee and keep them up-to-date of areas in which they need to improve. Also, offer advancement opportunities to employees who performed well consistently. Last but not the least, equal interaction must be done, even with the non-achieving employees. Adequate support and encouragement will turn around things gently (Gruman and Saks, 2011).Role of IT Playing in Creating the Special Circumstances of the CaseInformation technology facilitates the control and supervision of lead and scope of managers. IT developsand optimizes the internal processes of organization along with the organizational structure; like framing jobs and employment relations etc. It plays an important role in organizational life where it handles the justice and favoritism within organizations (Menon, 2001). Therefore, the author pointed out thatIT can help in handling and reducing the employee favoritism if the IT managers and overall management is ready to join hands in doing so.It ensures fairness for each and every deserving employee if a promotion opportunity arises within an organization.Evaluating the Strengths and Weaknesses of those ActionsThe courses of actions defined will be able to handle employee favoritism with an ease. However, there is always some strengths and weaknesses of everything and so as of these actions possess. The first action was usage of team meetings by managers. The strength is that it enables employees to take interest in what points they have missed for now and that has taken the chance of getting an important assignment by the manager. The weakness is that all open discussions with employees are not beneficial, especially regarding the company’s strategy for implementing a change, etc. Discussions regarding the employees’ needs and demands will be beneficial (Aydogan, 2012).Second course of action was the regular review of employee performance. The strength is that employees would get an opportunity to work harder and perform better. However, offering advancement to only those employees having consistent performance would be a weakness. Lastly, the course of action was equal interactions with every employee. Supporting to non-achievers for enhancing their performance will be strength and only focusing on these employees would be weakness (Gruman and Saks, 2011).Analyzing Different Courses of ActionAnother course of action might be praising all employees for their work; either half or complete work done. This is ethical in nature as it do not induce pressure of any employee on another one. Advantage of this course of action is that it boosts up employee morale towards performing better and disadvantage would be the increase of employee focus towards getting praised (Macey and Schneider, 2008).ReferencesAydogan, I. (2012). The existence of favoritism in organizations. African Journal of Business Management, 6(12), 4577-4586.Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and organizational Psychology, 1(1), 3-30.Menon, S. (2001). Employee empowerment: An integrative psychological approach. Applied psychology, 50(1), 153-180.Ozler, N. D. E., & Buyukarslan, B. A. (2011). The overall outlook of favoritism in organizations: A literature review. International journal of business and management studies, 3(1), 275-285.

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